Contract Between
Franklin Tp B/E-Hunterdon
- and -
Quakertown EA
* * *
07/01/2006 thru 06/30/2009

CategorySchool District
UnitTeaching/Professional Staff

Contract Text Below

This agreement is entered into this ____ day of ____________, by and between
the Quakertown Education Association, hereinafter referred to as the
"Association," and the Franklin Township Board of Education, hereinafter
referred to as the "Board."
WITNESSETH, for and in consideration of the following mutual covenants, it is
hereby agreed as follows:
The Board hereby recognizes the Association as the exclusive and sole
representative for collective negotiations concerning the terms and conditions of
employment for personnel represented by the Association in the negotiating unit
as follows: Teacher(s), Media Specialist(s), Nurse(s), Speech Therapists(s),
Child Study Team, and Secretarial Staff.
The following positions are excluded from the negotiating unit: Chief School
Administrator, Business Administrator, Director of Special Services, Secretary to
the Chief School Administrator, Secretary to the Business Administrator, School
Supervisor, Classroom Aide, and all other positions not expressly included in the
list of inclusions in the paragraph above.
When used hereinafter in this Agreement, the term "employee" shall refer to all
employees in the bargaining unit defined above; the term "teacher" shall refer to
all certificated personnel in the bargaining unit; and the term "secretary" shall
refer to all secretaries in the bargaining unit.
A representative of the Board of Education and a committee of the Quakertown
Education Association of Franklin Township, Hunterdon County shall meet in the
beginning of October of the last year of this Agreement to discuss the negotiation
schedule for the ensuing contract year.
A. Definition
1. A grievance is a claim by an employee or the Association based upon
the interpretation, application or violation of this Agreement; policies or
administrative decisions affecting an employee or a group of
2. An "aggrieved person" is the person or persons making the claim.
3. All references to days in this Article shall exclude designated school
holidays and weekends.
B. Purpose
The purpose of this procedure is to secure at the lowest possible level,
equitable solutions to the problems which may from time to time arise
affecting the application of any of the provisions of this Agreement. Both
parties agree that these proceedings will be kept as informal and
confidential as may be appropriate at any level of this procedure.
C. Procedural Time Lines
1. Since it is important that grievances be processed as rapidly as
possible, the number of days indicated at each level should be
considered as a maximum and every effort should be made to expedite
the process. The time limits specified may, however, be extended by
mutual agreement.
2. In the event a grievance is filed at such time that it cannot be
processed through all the steps in this grievance procedure by the end
of the school year and, if left unresolved until the beginning of the next
school year, could result in irreparable harm to a party in interest, the
time limits set forth herein shall be reduced so that the grievance
procedure may be exhausted prior to the end of the school year or as
soon thereafter as is practicable.
D. Procedure
Step One
Any individual employee or group of employees represented by the
Association have the right to discuss with the Superintendent the
application of policies affecting them. The results of this meeting shall
be submitted in writing to the aggrieved person within three (3) days
after the meeting.
Step Two
In the event that the problem cannot be resolved by the
Superintendent to the satisfaction of the aggrieved person(s) involved,
the aggrieved person(s) involved may request in writing within ten (10)
days a meeting with the full Board. The request shall include the
name of the aggrieved person, the date of the request, and a
statement of the nature of the grievance. The meeting with the Board
shall be held within ten (10) days of the submitted written request. At
this meeting the Board shall discuss the grievance with the aggrieved
person(s) concerned and within five (5) days after this meeting the
Board shall submit its decision in written form to the aggrieved
person(s) concerned.
Step Three
a. In the event that the grievance has not been resolved by the Board
to the satisfaction of the aggrieved person, he/she shall submit a
request in writing, within fifteen (15) days to the Board for
b. Within ten (10) days after such written notice of submission to
arbitration, the Board and the aggrieved person(s) shall attempt to
agree upon a mutually acceptable arbitrator and shall obtain a
commitment from said arbitrator to serve. If the parties are unable
to agree upon an arbitrator or to obtain such a commitment within
ten (10) days, the parties shall then be bound by the rules and
procedure of the American Arbitration Association in the selection
of an arbitrator.
c. The arbitrator so selected shall confer with the representatives of
the Board and the aggrieved person (s) and hold hearings promptly
and shall issue his/her recommendations not later than twenty (20)
days from the date of the close of the hearings or, if oral hearings
have been waived, then from the date the final statements and
proofs on the issues are submitted to him/her. The arbitrator's
recommendation shall be in writing and conclusions of the issues
submitted. The arbitrator shall be without power or authority to
make any recommendation which requires the commission of an
act prohibited by law or which is violative of the terms of this
Agreement. The recommendations of the arbitrator shall be
submitted to the Board and the aggrieved person(s) in writing. The
Board shall have the right to accept or reject the recommendation
of the arbitrator.
d. The costs for the services of the arbitrator including per diem
expenses, if any, and actual and necessary travel, subsistence
expenses and cost of the hearing room shall be borne equally by
the Board and the Association. Any other expenses incurred shall
be paid by the party incurring same.
E. Miscellaneous
1. All meetings and hearings under this procedure shall be conducted in
private and shall include only such parties concerned and their
designated or selected representatives, heretofore referred to in this
2. The aggrieved person(s) and the Association may be represented at all
stages of the grievance procedure by themselves, or at their option, by
a representative selected by the aggrieved person(s).
A. Use of Facilities
The Association and its representatives shall have the right to use the
school building and its facilities with the approval of the Superintendent.
B. Use of Materials
The Association shall pay for all materials and supplies incident to such
use. Only persons qualified to use such equipment shall be given
permission by the Superintendent.
A. School Calendar
The Superintendent shall submit a draft of the proposed school calendar
to the Association for review and comment. Within two weeks, the
Association shall return any comments. The final determination of the
calendar shall be made by the Board.
B. Work Year for Instructional Staff
1. There shall be 185 teacher days per school year.
2. The Board may adjust the calendar for the purpose of school closings
due to:
a. Emergencies
b. Workshops
c. Conferences
d. Other such reasons deemed necessary with the approval of the
3. Any days necessary for the adjustment of the calendar shall not be
construed to be in addition to the number of teacher days specified in
1. above. Any of the adjusted days used may be reallocated at the
discretion of the Board.
4. On one of the number of teacher days specified in 1. above parentteacher
conferences shall be held (see Article VI, 8.). This day shall
include evening conferences.
5. When a change of calendar is necessary, the teachers shall be notified
as soon as possible.
C. Work Year for Secretarial Staff
1. Types of Positions
a. School Secretary (full-time, 12 months)
b. Child Study Team Secretary (part-time, 10 months)
2. Holidays
The secretaries will be entitled to the following eight (8) holidays:
New Years Day
Good Friday
Memorial Day
July 4
Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
In addition, all secretaries will be entitled to three (3) common holidays
which will be agreed upon by the Board and the Association and included
in the school calendar. The Board will have final discretion.
Part-time non-certified secretaries shall be monetarily compensated for
holidays proportionately in accordance to their scheduled work time.
3. Vacation
a. Following completion of two (2) months' employment,
vacation days will accrue at the rate of one day per month for ten
months out of every twelve month period. A twelve-month part-time
employee would qualify for pro-rated vacation days following the
same format.
b. Employment for one year or more will result in ten days
vacation. Following completion of five years employment, vacation
days will be increased to three weeks (fifteen days) and after ten
years employment to four weeks (twenty days).
c. Granting of vacation time to employees with less than one
year completed service will be at the discretion of the
d. Eligible employees must apply for vacation to the
Superintendent. Vacations must be taken within one year of the
time earned. Payment in lieu of vacation is prohibited.
e. An employee who anticipates termination in this district may
take accrued vacation prior to the termination date with proper
approval as noted, ante. Accrued vacation may be paid to the
estate of a deceased employee or to a retiring employee.
A. Instructional Staff
1. Teachers shall indicate their presence for duty by placing a check
mark in the appropriate column of the faculty sign-in/sign-out roster.
2. Effective July 1, 2005 the teacher workday shall be 7 hours and 15
minutes. When teachers have late duty, teachers may leave when
said duty has been completed. A teacher may depart early for
school-related activities with the special permission of the
Superintendent. The Board will try to give adequate notice for
individual teachers starting time.
a. The Board, on recommendation from the administration, will
determine when curricula require major revision. "Major
curriculum revisions" are hereby defined as curriculum revisions
which encompass four grades or more. Major curriculum
revision assignments, for completion during the summer or
after-school hours, will be advertised. The Board reserves the
discretion to retain the candidate it determines is best qualified
for any such assignment, including outside consultants, where
b. If upon advertising a major curriculum revision assignment, the
Board is unable, after good faith and diligent efforts, to retain a
qualified individual either from within or outside the district to
revise curricula during after-school hours, major curriculum
revision assignments may be made during the time prior to the
arrival of students.
c. It is expressly understood that this section is not intended to
alter existing contractual agreements or past practice relative to
team meetings and faculty meetings.
3. Nothing contained herein prohibits or limits the right of the Board
and/or the Superintendent from assigning teachers the additional
professional obligations normally associated with school activities.
4. Each teacher shall provide the students with extra-curricular
activities to include but not be limited to clubs, intramurals, tutoring
and enrichment activities. All programs and activities under this
clause shall be jointly approved by the teacher and the
5. Teachers shall have a duty-free lunch period of at least thirty (30)
minutes. Teachers may leave the building with notification to the
Superintendent during their scheduled duty-free lunch period.
6. Notice of any meeting called by the Superintendent shall be given
at least three (3) days prior to the meeting, except in an
emergency. Faculty meetings scheduled after contracted hours
shall be no more than three (3) meetings per month, excluding
Fridays, except in emergencies.
7. The Board will make an effort to provide teachers, in addition to
their lunch period, a duty-free preparation period.
8. Parent-teacher conferences will take place during the month of
November. The conference schedule will include 1 1/2 days in the
calendar. One of the teacher work days shall be from 11:50 A.M.
to 5:00 P.M. (break 2:20 P.M. - 3:00 P.M.) and from 6:00 P.M. to
8:20 P.M. for parent-teacher conferences. On the 1/2 day, the
teacher work day shall be from 8:10 A.M. to 1:15 P.M. and from
6:00 P.M. to 8:20 P.M. for parent-teacher conferences.
B. Secretaries
Eight (8) hour day which includes one-half (1/2) hour for lunch.
A. The Board and the Association acknowledge that a teacher's primary
responsibility is to teach and his/her energies should, to the extent
possible, be utilized to this end.
B. Teachers who volunteer to transport children with the permission of the
Superintendent will be reimbursed for said transportation at the currently
approved Internal Revenue Service rate.
C. Teachers will not be required to keep attendance registers. A central
register will be kept.
D. Teachers will have two (2) common half days (non-student contact) to be
determined by the administration for room set-up or closure.
A. Teacher Placement on Guide
1. Each returning teacher shall be placed on his/her proper year/level of
the current salary schedule.
2. All newly hired teaching staff will be placed on the appropriate step of
the guide based on their previous years of experience. Additional credit
may be given to individuals at the discretion of the Board.
B. Secretaries Salaries
Initial salaries for newly hired secretaries shall be negotiated by the
Board and such employees.
C. Military Service
The Board will comply with Title 18A:29-11 of the New Jersey
D. Continuing Education
Teaching Staff:
1. Course Reimbursement. The Board agrees to pay for up to three
undergraduate and graduate courses taken per year per teacher on a
sliding scale basis with a maximum for each year. Successful
completion of each course with a grade of B or better is required for
reimbursement. In no case will the district-wide reimbursement be
greater than ten thousand dollars ($10,000) per year. All courses must
be approved by the Superintendent and Board prior to enrollment.
Annual Percent Annual Maximum Reimburse-
Reimbursement ment for 3 courses
First course 100%
Second course 75% $3,000.00
Third course 50%
First course 80%
Second course 60% $2,000.00
Third course 40%
2. Payment for courses taken in the spring or summer sessions by
non-tenured teachers shall be made the following September on or
about September 15, providing said teacher is under contract to the
The Board agrees to pay seventy-five percent (75%) of all
undergraduate and graduate courses taken, to a maximum of eight
hundred dollars ($800.00) per year per secretary, upon satisfactory
completion of course and prior approval of the Board.
A. Postings
1. No later than May 15 of each year, the Board shall list an intent to
rehire secretaries.
2. No later than May 20 of each school year, when known, the
Superintendent shall deliver to the Association and post on the bulletin
board, a list of the known vacancies which shall be occurring during
the following year.
B. Voluntary Reassignment
1. Teachers who desire a change in grade and/or subject assignment
may file a written statement of such desire with the Superintendent not
later than May 25. Such statement shall include the grade and/or
subject to which the teacher desires to be assigned.
2. As soon as practicable, and no later than June 15, the Superintendent
shall post in the school and deliver to the Association a list showing the
names of all teachers' tentative class and/or subject assignments for
the forthcoming year. In determining assignments, the Superintendent
shall honor a request for voluntary reassignment if it coincides with the
instructional system and best interests of the school system, as
determined by the Superintendent.
C. Involuntary Reassignment
1. Qualified volunteers will be given primary consideration, but final
assignment will be based on the judgment of the Superintendent. All
possible consideration will be given to choosing the most competent
individual for the assignment based on the educational welfare of the
2. Notice of involuntary reassignment shall be given to teachers as soon
as practicable, and except in emergencies no later than June 15.
3. When an involuntary reassignment is necessary, a teacher's area of
competence, major or minor field of study, length of service in the
Franklin Township School District, and other relevant factors, including
among other things, state and/or federal laws, rules, regulations or
administrative directives, shall be considered in determining which
teacher is to be reassigned.
4. An involuntary reassignment shall be made only after a meeting
between the teacher involved and the Superintendent, at which time
the teacher shall be notified of the reason therefor. In the event that a
teacher objects to the reassignment at this meeting, upon the request
of the teacher, the Superintendent shall meet with him/her again. The
teacher may, at his/her option, have an Association representative
present at such meeting.
A. Payment schedule
1. Teachers and secretaries employed on a ten (10) month basis may
choose to be paid in twenty (20) or twenty-four (24) semi-monthly
installments starting in September 2006.
2. Employees will be paid on the fifth (5th) and the twentieth (20th) of the
3. When a payday falls on or during a school holiday, vacation or
weekend, employees shall receive their pay checks on the last previous
working day.
4. Teachers shall receive their final check for June on the last working
day in June.
B. Salary Guide
1. The teachers' salary guide for the 2006-2007 school year is attached
as labeled Schedule A. The teachers' salary guide for the 2007-2008
school year is attached as labeled Schedule B. The teachers' salary
guide for the 2008-2009 school year is attached as labeled Schedule C.
2. Extracurricular salary guides are attached as Schedule D.
3. Current secretarial salaries for 2006-2007, 2007-2008 and 2008-2009
are attached as Schedule E.
C. Overtime
Secretaries shall receive overtime pay in accordance with the New Jersey
State law which currently states time and a half (1 - 1/2) after forty (40)
hours a week. Secretaries shall be compensated for holiday overtime, for
hours worked at the regular rate, plus the holiday pay.
A. The Board will adhere to the New Jersey Statutes [ 18A:30-1 through 30-
7] concerning sick leave.
B. Effective July 1, 2005, after an employee has exhausted all their sick
leave time (accumulated and yearly) they may request additional sick
leave days from the Board. The Board shall consider each request on a
case-by-case basis. Any additional sick leave days granted by the Board
shall be a full per diem pay and shall not be cumulative.
C. Upon retirement an employee with ten (10) years of service to this district
shall be paid one-half the substitute teacher rate per day to a maximum of
100 days for accumulated sick leave days.
The following leaves of absence shall be effective for the current school year and
shall be non-cumulative and in addition to any sick leave to which the employee
is entitled.
A. Personal Leaves
1. Three (3) days' leave of absence for personal matters requiring
absence during school hours. Personal matters shall include, but not be
limited to, legal, business, household, family matters, or bereavement
days not covered under the bereavement clause of this Agreement, which
necessitate the employee's absence on a school day. Such personal
leave shall, however, not be used for entertainment, recreation, other
employment or for matters which can be scheduled outside of school
hours nor shall it be used to extend holidays or vacations. Notification to
the Superintendent for personal leave shall be made at least two (2) days
before taking such leave, except in case of an emergency, and the
employee shall not be required to state the reason for taking such leave.
Personal leave shall not be taken during the last three weeks of the school
year except when school is extended beyond the original calendar and
there is a conflict with the beginning of college courses, or in the event of
an emergency at the discretion of the superintendent.
2. Any unused personal days may be converted to sick leave at the end
of each school year and added to a teacher's accumulated sick leave.
Any employee who utilizes any such leave pursuant to Article XI,
paragraph B, will have the quantity of personal days eligible for conversion
reduced proportionately.
B. Bereavement Leave
1. Up to five (5) days at any one time in the event of death in the
immediate family. Immediate family is to include spouse, father, mother,
children, sister, brother, father-in-law, mother-in-law, sister-in-law, brotherin-
law, grandparents, grandchildren and persons living in the family
2. One (1) day leave for each occurence shall be allowed in the event of
the death of an aunt, uncle, cousin, niece, or nephew.
3. A total of one (1) day per year may be taken in the event of the death
of a close friend.
C. Professional Leave
The Superintendent may grant to teachers additional temporary leaves
for the purpose of visiting other schools or attending meetings and
conferences of an educational nature. All fees and traveling expenses
shall be paid by the Board. The Board shall also pay fees and traveling
expenses for weekend meetings, workshops or conferences that have
been approved by the Superintendent.
D. Civic Duty Leaves, Jury Duty, Court Appearance
Leaves of this nature shall be granted in accordance with Administrative
Code and/or New Jersey Statutes.
E. Excess Leaves / Salary Reduction
Leaves taken by employees in excess of those stated in this Article and
not considered sick leave shall be subject to a reduction in salary of one
two-hundredths (1/200) of the teacher's contract salary for the current
school year, one two-hundred twentieths (1/220) of the eleven (11) month
employee's salary for the current school year and one two-hundred
fortieths (1/240) of the 12 month employee's current salary for the current
school year.
A. Leaves for Volunteer Service / Scholarships
A leave of absence without pay of up to two (2) years shall be granted to
any tenured teacher who joins the Peace Corps, Vista, National Teacher
Corps, or serves as an exchange teacher, overseas teacher, and is a fulltime
participant in either of such programs, or accepts a Fulbright
B. Military Leave
Military leave without pay shall be granted to any employee who is
inducted or enlists in any branch of the armed forces of the United States
for the period of said induction or initial enlistment.
C. Return from Leave
Upon return from leave pursuant to paragraph A that part which refers to
overseas and exchange teachers, and paragraph B of this Article, a
teacher shall be considered as if he/she were actively employed by the
Board during the leave and shall be placed on the salary guide at the level
he/she would have achieved if he/she had not been absent. The time
spent on leave in paragraph B of this Article shall not count toward
fulfillment of time requirements for acquiring tenure.
D. Leaves Associated with Pregnancy and/or Adoption
1. Child-bearing Leave (Disability Leave)
Upon sixty days' notice prior to the commencement of a childbearing
leave, any tenured or non-tenured employee seeking a
leave of absence on the basis of medical reasons associated with
pregnancy or birth shall apply to the Board for a leave which shall
commence four (4) weeks prior to the time of the estimated date of
birth and terminate four (4) weeks subsequent to the actual date of
birth. The Board may require a physician's certificate from the
doctor of the employee stating the estimated date of birth. Said
employee is entitled to all benefits to which employees involved in
other types of sick or disability leaves would be entitled.
Accumulated sick-leave time may be utilized during the period of
the four (4) weeks before the anticipated delivery and the four (4)
weeks after the date of birth.
2. Child-rearing Leave (Family Leave Acts)
Per the Family Leave Acts, upon request, any employee who has
worked no less than 1250 hours during the preceding 12 months
will be granted a voluntary unpaid leave of absence for up to 12
weeks for the purpose of child rearing; (a) which period of time shall
immediately follow the child-bearing leave or, (b) in the case of
adoption notice shall be given to the Board when an official
approval of the application for adoption is received. In cases of
adoption, application shall be made for a specific leave period as
soon as the teacher is informed of the custody date and said leave
will be granted.
3. Length of Leave
a. If an approved child-bearing leave commences on or before
January 15 of any year, then the combined leave under
Section 1. and 2. will terminate on September 1 of that
calendar year. Upon the mutual consent of such employee
and the Board, the employee may choose to commence
working prior to September 1.
b. If an approved child-bearing leave commences after January
15 of any year, then the combined leave under Section 1.
and 2. will terminate one year from September 1 of that
calendar year. Upon the mutual consent of such employee
and the Board, the employee may commence working prior
to that date.
4. Limitations of Benefits
No credit on the salary guide or for the purpose of accruing tenure
shall be based upon time taken by a teacher or secretary during a
child-rearing leave.
5. Leaves under Section D.2. shall run concurrently with leaves under
the statutory Federal Family Medical Leave Act and the New Jersey
Family Leave Act.
E. Health / Medical Leaves
1. A leave of absence of up to twelve (12) weeks without pay shall be
granted to an employee who has worked no less than 1250 hours during
the preceding twelve (12) months in the event of a serious personal illness
or for the purpose of caring for a sick member os such employee's
immediate family. The Board will adhere to statutes regarding terms and
conditions of the leave.
2. Leaves under section E. shall run concurrently with leaves under the
statutory New Jersey Family Leave Act and the Federal Family Medical
Leave Act.
F. Increment Credit
A teacher or secretary shall not receive increment credit for time spent on
leave pursuant to paragraph D, E1 and E2 of this Article nor shall such
time count toward fulfillment of time requirements for acquiring tenure.
Tenured teachers shall be placed on the current salary guide at the next
step to that at which they left, providing the teacher has taught for a total
of one-half the school year during the year the leave occurs.
G. Benefits
Benefits to which an employee was entitled at the time of his/her leave
shall be restored to him/her upon his/her return. These benefits include
the following:
1. Horizon Blue Cross Blue Shield New Jersey Health Benefits
Program, Disability Coverage, and Dental Insurance.
2. Tenure position.
3. Pension rights.
4. Accumulated sick days.
H. Leave Notification
1. All applications, extensions or renewals of leaves shall:
a. be made in writing in advance
b. indicate the reason for such leave
c. indicate the approximate length of leave
d. comply with the proper authorization as requested by the Board,
such as a doctor's certificate.
e. all approved leaves shall be granted in writing by the Board.
2. The time of leave granted shall be from one month to a year, with an
extension at the discretion of the Board.
3. Any employee requesting an extension of a previously granted leave of
absence, or not returning from a previously granted leave of absence,
must notify the Superintendent in writing, by April 1st of the leave year.
I. Sabbatical Leave
A sabbatical leave may be granted by the Board to a tenured teacher.
This leave shall be without pay or benefits and no credit on the salary
guide shall be given for the time of the leave. Medical benefits may be
granted at the discretion of the Board.
J. Other Leaves
Other leaves of absence without pay or benefits may be granted for good
reason at the sole discretion of the Board.
A. Hazardous Working Conditions
Teachers and secretaries shall not be required to work under unsafe or
hazardous conditions or to perform tasks which endanger their health,
safety, or well-being.
B. Harassment / Discrimination
The Board of Education will adhere to the New Jersey Statutes as they
apply to this Article.
C. Assault
Teachers shall immediately report to the Superintendent any cases of
assault. Notification of said assault will be forwarded immediately to the
Board of Education for action. Any information pertinent to the case would
be released by the Board to individuals having legal access to such
A. Health Care
1. Eligibility
The Board shall provide health care insurance for full time employees.
Part time employees hired after July 1, 2005 must work at least 25 hours
per week to be eligible for health insurance. Part time employees hired
prior to July 1, 2005 who receive health benefits shall be grandfathered.
2. The Board shall provide the following health care insurance: Horizon
Blue Cross Blue Shield New Jersey Health Benefits Program. A joint
committee of the Board and the Association may meet in 2007 and 2008
to review the annual insurance rate. If the premium increase is greater
than fifteen percent (15%) over the premium of the previous year, the
committee may recommend re-opening negotiations on this issue.
a. The Board will provide full coverage for employees hired prior to July 1,
2006 and for their eligible dependents.
b. Employees hired on or after July 1, 2006 will pay 5% of their medical
premium cost for the Horizon Direct Access Plan. If the employee
chooses to enroll in a plan with a higher cost than the Direct Access
Plan, they will pay 5% of the cost of the Direct Access Plan plus the
incremental cost differential between the plan they have chosen and
the Direct Access Plan.
3. Employees will be offered the opportunity to waive coverage if they
certify they have other insurance coverage. Based on the coverage
category they are participating in on the date they decide to waive
coverage they will receive annual payment amounts as follows:
Single $1,200 2 Adults $2,300
Parent/Child $2,000 Family $2,700
Reentry provisions apply for certain hardship/change of life circumstances.
Terms and conditions of payment and reentry provisions will be outlined
on the waiver form the employee executes to accept the waiver.
4. The Board will set up a Section 125 plan to provide employees with the
option to pay their premium contributions on a tax-favored basis.
B. Insurance Coverage Description
The Board, if possible, shall provide to each employee a description of all
insurance coverages provided under this Article, no later than the
beginning of the school year covered by this contract, which shall include
a clear description of conditions and limits of coverage.
C. Disability Insurance
The Board shall provide disability insurance to one hundred eighty dollars
($180.00) maximum per eligible unit member. The insurance shall provide
two third (2/3) salary to the insured to age sixty-five (65) and shall
commence on the 91st day of disability.
D. Dental Insurance
The Board will provide dental insurance to employees and their families.
To be eligible, employees must certify that they are not eligible for
comparable coverage, employer paid, through a spouse. The insurance
shall provide for:
100% Preventive / Diagnostic Services
80% Basic Services
50% Major Services
No Orthodontia
Deductibles and other specifics shall be decided mutually by the parties.
The Board agrees to pay 70% of the premiums during the 2006-2009
Payroll deductions shall be made from employees in each category to
make up the difference in the rates for that category. The deductions shall
be spread out over the entire payroll year affecting the employee.
A. This agreement constitutes Board policy for the term of said Agreement
and the Board shall carry out the commitments contained herein and give
them full force and effect as Board policy.
B. If any provision of this Agreement or any application of this Agreement to
any employee or group of employees is held to be contrary to law, then
such provision or application shall not be deemed valid and subsisting,
except to the extent permitted by law, but all other provisions or
applications shall continue in full force and effect.
C. Any individual contract between the Board and an individual employee,
heretofore or hereafter executed, shall be subject to and consistent with
the terms and conditions of this Agreement. If an individual contract
contains any language inconsistent with this Agreement, this Agreement,
during its duration, shall be controlling.
The Agreement shall be effective as of July 1, 2006, and shall continue in effect
until June 30, 2009. This Agreement shall not be extended orally and it is
expressly understood that it shall expire on the date indicated.
IN WITNESS WHEREOF the parties hereto have caused this attested by their
respective presidents, attested by their respective secretaries, and their corporate
seals to be placed hereon, all on the day and year first above written.
Quakertown Education Association Franklin Township
of Franklin Township Board of Education
By By
QEA Council President
By By
QEA Council Secretary
QEA Council
QEA Council

Schedule E
2006-2007 2007-2008 2008-2009
School Secretary $18.46 $19.30 $20.16
CST Secretary $19.76 $20.65 $21.58
Schedule D
2006-2007 2007-2008 2008-2009
Boys Baseball $1504 $1572 $1643
Soccer $1504 $1572 $1643
Boys Basketball $1934 $2021 $2111
Cheerleading $1504 $1572 $1643
Girls Basketball $1934 $2021 $2111
Girls Softball $1504 $1572 $1643
Volleyball $1504 $1572 $1643
Student Council Advisor $1934 $2021 $2111
Athletic Director $1934 $2021 $2111
Safety Patrol $ 270 $ 282 $ 295

Franklin Tp BE and Quakertown EA Hunterdon Cty 2006.pdf